Work-to-family conflict, family satisfaction and engagement nexus: insights from millennial managers

Abstract

Purpose Millennials’ perception of work, personal and family life is different from other generations. Building on studies on workforce generations, this paper aims to uncover not only the effect of work-to-family conflict (WFC) and family satisfaction (FS) on millennial managers engagement but also the moderating effect of (gender and marital status) in predicting engagement. Design/methodology/approach This paper used a survey to collect data from managers of selected companies in Nigeria. In total, 127 questionnaires were analysed using the partial least square structural equation modelling method. Findings Results reveal that the relationship between WFC, FS and millennial managers’ engagement is direct and significant. Besides, the effect of WFC on engagement is stronger in men and for married. The effect of FS on engagement is greater for women than men and for married. Practical implications This study informs the research community as well as practitioners and affirms the importance of supportive work-to-family life and FS in fostering millennial managers’ engagement with their organisations. Originality/value This study is among the initial attempts to evaluate the impact of WFC and FS on engagement among millennial managers, especially in Africa, Nigeria in particular. The results identify millennial managers’ unique perspectives towards engagement and how gender and marital status may enhance engagement. With millennials fast attaining leadership roles, such knowledge is important.

A decade later: exploring managerial insights on millennials

“…Effective transformational managers approach this generation of workers with optimism and resolve to eliminate barriers so that the entire organization lean in toward opportunities to learn, grow, and produce new leaders. Nwachukwu et al (2022) recommend managers exhibit flexibility by adjusting work routines, redesigning job descriptions and minimizing disruption to work-life balance. While these adaptations can be time consuming, they are seen as beneficial long-term.…”

Occupational stress among Generation-Y employees in the era of COVID-19: cases from universities in India

“…To assess a large research model with several constructs, without enforcing distributional assumptions on the data, several researchers find the PLS-SEM technique to be particularly intriguing. The PLS-SEM was used in several recently published works in a similar context to examine the correlations between native and exogenous variables, such as Nwachukwu et al (2022), Boon et al (2020) and Ettis (2021).…”

“…The PLS-SEM was used in several recently published works in a similar context to examine the correlations between native and exogenous variables, such as Nwachukwu et al (2022), Boon et al (2020) and Ettis (2021).…”

The impact of work engagement of different generations on organisational engagement

“…For instance, given the aging workforce, some studies examined the effect of age on work and organisational engagement and found out that older workers are more engaged in work and in the organisation than younger workers (James et al, 2011;Ning and Alikaj, 2019). Recently, there has been an increase in research related to Generation Z (Nwachukwu et al, 2022;Pandita and Kumar, 2022). However, studies of single generations do not allow us to see the whole scope and understand how significant the differences in the level of engagement among genera-tions really are.…”